Gallatincounty Education Association And

Gallatincounty Education Association And

2015-2018

School Years

Agreement/Contract

between

GallatinCounty Education Association and

GallatinCounty Community Unit

School District No. 7

Ratified

6/18/2015

TABLE OF CONTENTS

ARTICLE 1RECOGNITION AND DEFINITIONS

1.1 Recognition…………………………………………………...1

1.2 Definitions……………………………………………………1

ARTICLE 2NEGOTIATION PROCEDURES

2.1 Successor Agreement…………………………………………2

2.2 Request for Mediation………………………………………...2

2.3 Printing of Agreement………………………………………...2

2.4 Amendments to Agreement…………………………………...2

ARTICLE 3GRIEVANCE PROCEDURE

3.1 Purpose ...………………………………….………………….2

3.2 Definitions ...………………………………………………….2

3.3 Procedures ……………………………………………………2

3.4 Bypass………………………………………………………..3

3.5 Grievance Withdrawal………………………………………..3

3.6 No Written Response………………………………………...3

3.7 Costs………………………………………………………….4

3.8 Grievance Timelines………………………………………….4

ARTICLE 4ASSOCIATION RIGHTS

4.1 Bulletin Boards…………………………….…………………4

4.2 Mailboxes and Interschool Mail……………………………...4

4.3 Association Leave…………………………………………….4

4.4 Payroll Deductions…………………………………………...4

4.5 Mandate Waivers……………………………………………..5

4.6 Use of Equipment and District Facilities……………………..5

ARTICLE 5EMPLOYEE RIGHTS

5.1 Right to Organize………………………….………………….6

5.2 Appearing before Administration ..……….………….……….6

5.3 Employee Assignments……………………………………….6

5.4 Personnel File…………………………………………………6

5.5 Notice of Vacancies…………………………………………..6

ARTICLE 6LEAVES

6.1 Sick Leave………………………………….…………………7

6.2 Personal Leave………………………………………………..7

6.3 Leaving District Employment- Pre-retirement Benefit……….8

6.4 Leaves of Absence……………………………………………9

6.5 Bereavement Leave…………………………………………10

6.6 Jury Duty…………………………………………………….10

6.7 Accounting of Leave………………………………………...10

6.8 School Closing………………………………………………10

ARTICLE 7SENIORITY

7.1 Reduction in Force/Seniority List…………………………..10

7.2 Reduction in Force Recall….……………………………….11

7.3 Breaking of Ties…………………………………………….11

ARTICLE 8WORKING CONDITIONS

8.1 Leaving School Building………………………………….…11

8.2 Work Year………………………………………….……….. 11

8.3 Work Day………………………………………………….…11

8.4 Duty Free Lunch Period………………………………….…..12

8.5 Compensation for Planning Period……………………….….12

8.6 School Calendar……………………………………………...12

ARTICLE 9EVALUATION OF EMPLOYEES

9.1 Purposes of Evaluation…………………………………….…12

9.2 Evaluation Procedures….………………………………….…12

9.3 Appropriate Dress……………………………………….……14

ARTICLE 10EFFECT OF AGREEMENT/OR CONTRACT

10.1 Savings Clause………………………………………………14

10.2 No Strike Clause………..…………………………………...14

10.3 Board Authority…………………………………………….14

10.4 Waiver of Additional Bargaining…………………………...15

ARTICLE 11EMPLOYEE COMPENSATION

11.1 Salaries………………………………………………………15

11.2 Health Insurance Benefits…………………………………...15

11.3 Life Insurance……………………………………………….16

11.4 Extra Duty…………………………………………………...16

11.4.1 Athletic Director …………………………………………16

11.5 Pension………………………………………………………17

11.6 Paychecks…………………………………………………...17

11.7 Personal Vehicle Use………………………………………..17

11.8 Master Teacher Stipend……………………………………...17

11.9 Half-Credit…………………………………………………...17

11.10 Extra-Curricular Schedule…………..……………………....17

11.11 Duration…………………………………………………….17

SALARY SCHEDULES:

Extra-Curricular Salary Schedule………………………………….18

2015-2016 Schedule………………………………………….……19

2016-2017 Schedule……………………………………………….20

2017-2018 Schedule………………………………………………..21

ARTICLE 1

RECOGNITION AND DEFINITIONS

1.1Recognition

The Board of Education of the Gallatin County Unit School District #7 Gallatin County, Illinois, hereinafter referred to as the “Board,” hereby recognizes the Gallatin County Education Association, hereinafter referred to as the “Association,” affiliated with the Illinois Education Association and the National Education Association, as the sole and exclusive bargaining agent for all full-time and regularly employed part-time certified/licensed teaching personnel, hereinafter referred to as teachers, and teacher’s aides who are paid on the salary schedule which is part of this Agreement.

1.2 Definitions

Full-time Certified Employee—The term “full-timecertified” hereinafter in this Agreement shall refer to all employees who are certified/licensed by the State of Illinois and working in a teacher capacityandare employed by Gallatin CountyCUSD # 7for more than five and one-half (5.5) hours per day or more than twenty-seven and one-half (27.5) hours per week or are working as a technology coordinator, special education coordinator, school nurse, social worker, and guidance counselor.

Part-time Certified Employee- The term “part-time certified” shall refer to any certified/ licensed teacher who is employed for less than five and one-half (5.5) hours per day or less than twenty-seven and one-half (27.5) hours per week.

Full- time Non-Certified Employee—The term “full timenon-certified” hereinafter in this Agreement shall refer to all employees who are working in a teacher aide capacity for the Gallatin County CUSD #7 and are employed for more than five and one-half (5.5) hours per day or more than twenty-seven and one-half (27.5) hours per week.

Part-time Non-Certified Employee- The term “part-time non-certified” shall refer to any non-certifiedteacher’s aidewho is employed for less than five and one-half (5.5) hours per day or less than twenty-seven and one-half (27.5) hours per week.

Bargaining Unit Member or Employee—The term “Bargaining Unit Member” or “Employee” hereinafter in this Agreement shall refer to all employees represented by the Association.

Days: The term “days” when used in this Agreement shall, except where otherwise indicated, mean working days.

ARTICLE 2

NEGOTIATIONS PROCEDURES

2.1 Successor Agreement

Negotiations for successor agreement shall begin on or before April 1, prior to the expiration of the current agreement.

2.2 Request for Mediation

It is agreed that the parties will jointly request the Federal Mediation and Conciliation Service (FMCS) if either party to this agreement determines that the assistance of a mediator would be helpful.

2.3 Printing of Agreement

Within thirty (30) days after the Agreement is signed, copies of this Agreement shall be printed at the expense of the Board and presented to the president of the Association for distribution to each employee.

2.4 Amendments to Agreement

The parties may modify or amend this agreement by mutual consent. Such changes shall be reduced to writing, ratified, and signed by the parties and become an amendment to this contract.

ARTICLE 3

GRIEVANCE PROCEDURE

3.1 Purpose

The purpose of this grievance procedure is to establish and promote an equitable and expeditious means of resolving any claim by the Association that the contract has been violated.

3.2 Definitions

A grievance shall be any claim by the Association that therights of an employee, as defined by this agreement, have been denied or impaired.

3.3 Procedures

Step 1: The parties agree that an employee and the immediately involved Supervisor shouldattempt to resolve problems through free and informal communications and that every effort will be made to arrive at a solution in this manner.

Step 2: If the problem is not resolved in Step 1, the Association,shall within fifteen (15) daysfrom the date when the employee or Association knew orshould have known about the allegation, present the grievance in writing to the immediately involved supervisor. The grievance shall set forth the nature of the occurrence, the specific provisions of the Agreement claimed to have been violatedand the remedy requested. The supervisor will arrange for a meeting to take place within seven(7)days of receipt of the grievance. The Association’s representative, the employee andthe immediately involved supervisor, shall be present for the meeting. Within seven (7)days of the meeting, theAssociation shall be provided with the supervisor’s written response, including the reasons for the decision.

Step 3: If the grievance is not resolved at Step 2,the Association may refer the grievance to the Superintendent or the Superintendent’s official designee within seven (7)days of receipt of the Step 2 answer. The Superintendent shall arrange, with the Association representative, for a meeting to take place withinseven (7)days of the Superintendent’s receipt of the appeal. Within seven(7)days of the meeting, the Association shall be provided with the Superintendent’s written response, including the reasons for the decision.

Step 4: If the grievance is not resolved in Step 3, the Association may request a hearing of the Board within seven (7) days of receipt of the Superintendent’sresponse.The Board shall schedule the hearing within ten (10) days of the Board’sreceipt of the appeal.Within seven(7)days of the meeting, the Association shall be provided with the Board’s written response, including the reasons for the decision.

Step 5: If the Association is not satisfied with the disposition of the grievance at Step 4, the Association may submit the grievance to final and binding arbitration. If a demand for arbitration is not filed with the Employer within fifteen (15) days of the Association’s receipt of the Board’s written response, the grievance shall be deemed withdrawn. Neither partyshall be permitted to assert any grounds or evidence before the Arbitrator which was not previously disclosed to the other party. The demand for arbitration shall be submitted to the Federal Mediation and Conciliation Service (FMCS) which shall act as the administrator of the proceedings.

3.4 Bypass

By mutual agreement, any step of the grievance procedure may be bypassed.

3.5 Grievance Withdrawal

A grievance may be withdrawn, in writing, at any step.

3.6 No Written Response

If no written response has been rendered by the indicated party, within the time limits indicated by a step, then the grievance shall advance to the next step.

3.7 Costs

The fees and the expenses of the arbitrator shall be shared equally by the parties.

3.8 Grievance Timelines

Failure of a grievant to act on a grievance within the prescribed time limits will bar any further appeal. An Administrator’s failure to render a written response within the time limits shall permit the grievant to proceed to the next step. Time limits shall be extended by mutual consent.

ARTICLE 4

ASSOCIATION RIGHTS

4.1 Bulletin Boards

The Board agrees that a bulletin board shall be provided for the use of the Association in each workroom.

4.2 Mailboxes and Inter-School Mail

Employee mailboxes and the inter-school email shall be available to the Association for Association business.

4.3 Association Leaves

Four (4) days paid leave shall be granted to the Association each year. The Association shall reimburse the District for the cost of the substitute.

4.4 Payroll Deductions

  1. Proper authorization for membership payroll deductions shall be the

signature of theEmployee on an authorization form prepared by the Association and submitted to theSuperintendent or the Superintendent’s designee. Such authorization shall remain effective from year to year unless the Employee cancels such authorization by notice in writing to the Superintendent and the Association President prior to September 1st of any school year, to be effective for such year.

B. Each bargaining unit member, as a condition of his/her employment, on or before thirty(30) days from the date of commencement of duties or the effective date of this Agreement, whichever is later, shall join the Association or pay a fair share fee to the Association equivalent to the amount of dues uniformly required of members of the Association, including local, state and national dues. All other payroll deductions shall be in writing and presented to the payroll clerk five (5) days prior to first payday.

C.In the event that the bargaining unit member does not pay his/her fair share fee directly tothe Association by September 30th, the Board shall deduct the fair share fee from wages of the non-member.

D. The obligation to pay a fair share fee will not apply to any employee who, on the basis of a bona fide religious tenet or teaching of a church or religious body of which such employee is a member, objects to the payment of a fair share fee to the Association. Upon proper substantiation and collection of the entire fee, the Association will make payment in behalf of the employee to a mutually agreeable non-religious charitable organization as per Association policy and the rules and regulations of the I.E.L.R.B.

E. In the event of any legal action against the Employer brought in a court or administrativeagency because of its compliance with this article, the Association agrees to defend suchaction, at its own expense and through its own counsel, provided:

1. The employer gives immediate notice of such action in writing to the Association, andpermits the Association intervention as a party if it so desires; and

2. The Employer gives full and complete cooperation to the Association and its counselin securing and giving evidence, obtaining witnesses and making relevant informationavailable at both trial and all appellate levels.

3. The Association agrees that in any action so defended, it will indemnify and holdharmless the Employer from any liability for damages and costs imposed by a final judgment of a court or administrative agency as a direct consequence of theEmployer’s compliance with this Article.

F. The Board shall remit said deducted dues and fees to the local Association treasurer within ten (10) calendar days following the pay period deduction.

4.5 Mandate Waivers

The Board cannot request waivers regarding terms and conditions of employment without written notification to the Association.

4.6 Use of Equipment and District facilities

The Association shall not be unreasonably denied the use of office equipment at reasonable times, provided that by such use the Association agrees to reimburse the Board for any damages and to pay for all consumable materials. In addition, the Association will be allowed to use District facilities for meetings if such use does not interfere with the educational program and the Association agrees to comply with the District’s Facility Use Form andto reimburse the Boardforany expenses or damages incurred.

ARTICLE 5

EMPLOYEE RIGHTS

5.1 Right to Organize

Employees shall have the right to organize, join and assist the Association, and to participate in negotiations with the Board through representatives of their own choosing.

5.2 Appearing Before Administration

Upon request, an Employee shall be entitled to have an Association representative present during a meeting with an administrator that may lead to disciplinary action. When a request for such representation is made, the meeting shall be suspended until such representative of the Association is present. In emergency situations which require immediate action the associationwill provide an Association representative within the hour.

5.3 Employee Assignments

An Employee shall be given written notice of his/her assignments for the forthcoming year within twenty (20) days after the closing date of school. In the event changes in such assignment are proposed, the Employee affected shall be notified promptly and consulted. Changes in the employee’s assignments will be made no later than ten (10) days preceding the commencement of the next school year unless an emergency situation requires same.

5.4 Personnel File

Upon request, Employees shall be given a copy of all materials related to their reemployment or evaluation, and they shall be given an opportunity to respond to said material prior to it being placed in their file.

Employees shall be notified of any Freedom of Information Act (FOIA) request for documents contained in theirpersonnel file at the time the request is made. Notification shall include the name of the person making the request and a copy of any documents provided.

5.5 Notice of Vacancies

A. The Board shall post in each workroom written notice of any position

in the bargaining unit that becomes vacant as it occursor any newposition upon approval by the Board. Posting will include position,title and job description. New and vacant positions shall be filledaccording to certification, qualifications, merit and ability (including performance evaluations, if available) and relevant experience. Merit and ability shall be defined as 1) the average of the last two performance evaluations in the same subject or grade level or 2) the average of the last two performance evaluations. Relevant experience shall be defined as years of experience in the subject area or grade level. The length of the applicant’s service in the District shall not be considered unless all other factors are considered to be equal. This section shall not prevent the hiring of new employees.All elementary grades shall be considered as the same grade level and grades 7-12 shall be considered as the same grade level.

B. No such position shall be filled on a permanent basis until after notice thereof has beenposted for ten (10) days.

C. The G.C.E.A. President and Vice-President will receive writtennotice of all new or vacant positions at the time of posting. During the summer, notice of vacancies or new positions will be e-mailed to employees and notification sent through the automated school phone system or included with the bi-monthly pay.

ARTICLE 6

LEAVES

6.1 Sick Leave

The Board shall provide its Employees with sick leave at a rate of one(1)full-time (7 hour) day per ten (10)full-timedays of employment per school year without loss of pay or benefits.Part-time employees who are scheduled to work a portion of the day or week shall receive sick leave at a rate of one (1) of their work days for every ten (10) of their days worked. In the event a part-time employee becomes a full-time employee, the pro-rated sick leave days they have accumulated will be converted to hours to determine the number of full-time days they have available for use. Sick leave shall be interpreted to mean personal illness, quarantine at home, or serious illness or death in the immediate family or householdor birth, adoption or placement for adoption. The immediate family for purposes of this Article shall include all persons designated as such by the School Code. Sick leave shall accumulate from year to year without limitation.

6.2 Personal Leave

Each full-time employee shall be entitled to two(2) personal leave days per schoolyear. Part-time employees shall receive two (2) pro-rated days equal to the number of hours per day they work. The following conditions shall apply:

A. Granted by the Superintendent upon 48 hours written notice to the Building Principal as long as it does not impede the operation of the school system.

  1. In case of an emergency, the 48 hours written notice may be waived with

approval of the Superintendent.

C. The number of persons granted personal leave on any given day will be

limited to no more than four (4). Priority will be given on the basis of first written request.

D. Except in the case of an emergency, personal leave for days prior to or

Immediately following a holiday will be restricted to two (2) personal leave requests per holiday. Personal Leave on these days will be granted on a

first come, first serve basis with a restriction of one (1) per employee per

school year. Personal leave shall not be used during work stoppage.

E.UnusedPersonal leave shall accumulate tofive (5). Days in excess of five (5)shall be converted to accumulated sick leave.

6.3 Leaving District Employment – Pre-retirement Benefit

  1. This pre-retirement benefit shall not be used in conjunction with any

other incentive or with Early Retirement Option (ERO) of TRS.Employees with more than thirty-five (35) years teaching experience including accumulated sick leave, shall be ineligible for this pre-retirement benefit. Employees who have previously declined a retirement incentive shall be ineligible for this pre-retirement benefit.